The use of short-term incentive pay, like commissions or production bonuses, is
common among private sector organizations.
A centralized approach to recruiting can ensure that policy is being interpreted
consistently across business units.
The strategic approach to job offers involves considering the total package of extrinsic
and intrinsic rewards that the offered job will provide to the finalist.
A hot skill premium is a permanent pay premium added to the regular base pay to
account for market escalation in pay for certain skills in extreme shortage.
It is usually advised that a company either adopt open or targeted recruitment across the
board for all employees.
When a job analysis is likely to be legally, technically or politically scrutinized, it is
best to use an internal person to do the analysis, rather than an external consultant.
The quantity portion of the staffing definition means that organizations must be
concerned about staffing levels and their adequacy.
Only those who fill out paperwork for employment need be considered applicants, for
legal purposes.
Interviewer evaluations of applicant integrity are usually very good, and experts like
judges and psychologists can detect lying most of the time.
In assessing cutoff scores, a “false negative” is an applicant who is assessed as not
likely to succeed, but who would have been successful if hired.
The three stages of entering an organization (in order) are selection, recruitment, and
employment.
A realistic job preview strategy is best for tight labor markets or higher-value jobs.
Error caused by failing to measure a key aspect of the attribute of interest (i.e., the
attribute we wish to measure), is known as contamination error.
Research suggests that there are differences between the reasons for turnover that
employees provide in exit interviews and the reasons employees provide in anonymous
surveys.
Competency modeling is useful for improving workforce skills, but is generally of little
use for replacement or succession planning.
Organizations may make medical inquiries or require medical exams prior to making a
job offer.
The purpose of the initial interview is to screen out the most obvious cases of
person/job mismatches.
The job requirements matrix is ______.
A. a description of the specific tasks performed on the job
B. a description of the KSAOs that accompany each task
C. a description of the preferences of workers in different job categories
D. both a description of the specific tasks performed on the job and a description of the
KSAOs that accompany each task
Which of the following would not be addressed in forecasting HR availabilities?
A. Promotions
B. Transfers
C. Exits
D. Motivation level
Staffing metrics are increasingly used because ______.
A. they demonstrate substantial returns in their own right
B. they are readily communicated across the organization
C. they are mandated by the Full Data Reporting in Employment Act
D. they are seen as a method to move staffing into the accounting function
When predictor and criterion scores have been obtained, the predictor can be considered
valid if ___________.
A. the correlation coefficient has the desired practical and statistical significance
B. the correlation coefficient has statistical significance alone
C. the correlation coefficient is insignificant
D. the correlation coefficient has practical significance alone
Which of the following is not one of the “great eight” competencies?
A. Mechanical knowledge
B. Creating
C. Organizing
D. Performing
Statutory law is derived from _________.
A. court cases
B. the U.S. constitution and its amendments
C. written documents passed by legislative bodies
D. agencies at the federal, state and local levels
Recruiters should not ________________.
A. be knowledgeable of the job rewards
B. be knowledgeable of job characteristics
C. show enthusiasm during recruiting interviews
D. try to avoid showing too much interest in candidates
Which of the following is not required for someone to be considered an internet
application?
A. the individual submits an expression of an interest in employment
B. the employer considers the individual for employment in a particular position
C. the individual possesses the basic qualifications for the position
D. evidence of a visit to the physical employment site
Which of the following is true regarding mobility paths?
A. Hierarchical mobility paths are primarily lateral in direction.
B. Hierarchical mobility paths make it easy to identify where to look for applicants in
an organization.
C. Alternative mobility paths may move in any direction.
D. Parallel tracks allow a person to pursue one primary career track and a second career
track of less importance.
Which of the following are not components of a strong corporate recruiting website?
A. exciting flash graphics presentations of opportunities
B. detailed information on career opportunities
C. résumé builders
D. self-assessment inventories
Economic gain formulas provide the HR specialist with an estimate of _______.
A. the economic gain derived from using a predictor versus random selection
B. the economic gain from using random selection
C. the economic gain of the standard deviation of job performance
D. the economic gain of the validity coefficient
Which of the following are elements of traditional job design?
A. formal organization charts
B. clear and precise job descriptions
C. well-defined mobility (promotion and transfer) paths
D. all of these
Which of the following inquiries can be made prior to giving a job offer?
A. Questions about history of illegal drug use
B. Psychological exams designed to detect mental illness
C. Oral or written questions about the existence of a disability
D. None of these
Flat pay rate job offers are least appropriate for ________.
A. situations where applicants have very dissimilar KSAOs
B. jobs with a plentiful supply of applicants
C. situations where management desires to avoid inequities in starting pay among new
employees
D. jobs where applicants have KSAOs of similar quality
Which of the following matching concerns arise in person-organization match?
A. values, new job duties, multiple jobs, and future jobs
B. values, qualifications, and motivation
C. person, process, and principle
D. all of these are correct
The role of federal agencies is to ___________.
A. develop, create, and implement the law
B. interpret, administer, and enforce the law
C. facilitate greater communication between courts
D. render decisions in court cases regarding employment law
The most prevalent form of the employment relationship is _________.
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer
Which of the following is not a shortcoming of using manager judgment for forecasting
availability?
A. managers may not know employee intentions
B. the complexity of forecasting may overwhelm the manager
C. managers are always overly aggressive in making estimates of hiring requirements
D. none of these are shortcomings of manager judgment
It can be accurately said of the “task dimension” component of a job description that it
____________.
A. provides a rating of task importance
B. is a grouping of similar tasks
C. indicates appropriate KSAOs
D. indicates the nature of KSAOs